How Ted Bolton aligned his personal brand with employer needs to advance his leadership career.

In today’s competitive market, the executive job search is no longer just about experience—it’s about alignment. Executives aren’t hired solely for what they’ve done, but for how well they address the business’s current needs. Senior leaders must increasingly present themselves as problem-solvers, individuals who can identify a specific talent gap and clearly demonstrate how they will close it.

That was the mindset driving Ted Bolton, a senior leader at a Fortune 10 company, as he transitioned from operational leadership into a more strategic, customer-facing executive role. With more than a decade of success across retail and healthcare distribution, Ted had already built a reputation for performance. But he also recognized that reaching the next level would require a different kind of preparation grounded in self-awareness, storytelling, and brand positioning.

From Execution to Strategy: Knowing What’s Missing

For much of his career, Ted led large-scale operational teams. His work spanned field leadership, multi-site distribution, and frontline logistics, all in high-stakes healthcare environments. It was complex work that demanded precision, consistency, and executional excellence.

But as Ted began looking toward senior enterprise roles—roles that blended vision with impact—he realized he was missing exposure to one critical area: strategic customer engagement. Most of his experience had come from delivering outcomes downstream. Now, he needed to get closer to the decision-making upstream.

Rather than wait to be moved or promoted, he initiated the pivot himself. He took ownership of his development plan, identifying not just the competencies he lacked but also the types of experiences that would fill those gaps. That included moving toward commercial strategy, engaging directly with clients, and developing broader organizational influence.

This self-assessment marked a turning point. Ted wasn’t positioning himself for “the next job”—he was building toward a long-term goal: business unit leadership. That clarity gave him the framework to pursue roles that would expand his portfolio with purpose.

Understanding the Talent Gap from Both Sides

Ted’s decision-making was shaped not just by personal ambition but by organizational awareness. While it’s common for executives to view job search strategy from their own vantage point—what they need, what they want—Ted saw the broader context.

Businesses, especially at the enterprise level, have leadership gaps. Whether those are functional (like a lack of cross-functional experience), relational (such as limited executive presence), or strategic (like an underdeveloped customer engagement capability), organizations are constantly seeking talent that solves real problems.

That was a key realization for Ted. He began thinking like a hiring manager.

He didn’t just ask, “What role do I want next?” Instead, he asked, “Where does this company have a talent gap, and how can I make myself the obvious solution to that need?”

This thinking shaped how he pursued his next role. It wasn’t just about upward movement—it was about relevance and value. By identifying where the organization was growing, where new investments were being made, and where teams lacked leadership depth, he aligned himself with high-priority opportunities.

Investing in His Personal Brand

With a clearer picture of his destination, Ted turned his attention to the tools he’d need to get there. Chief among them was his personal brand.

Despite his strong performance history, Ted’s resume and LinkedIn profile hadn’t been touched in years. Like many executives, he had focused on results rather than storytelling. And he realized that his materials didn’t accurately reflect his value.

He also realized that waiting to update his branding until a role opened up would be a missed opportunity. At the executive level, readiness is a powerful asset.

That’s what led Ted to Executive Resume Writers. He wasn’t applying for anything at the time, but he understood that preparing his personal brand was an investment, not a reaction. Working with a professional team allowed him to reframe his experience, articulate his leadership narrative, and position himself as a strategic operator ready for next-level responsibility.

The transformation was immediate.

His resume no longer read like a list of responsibilities—it told a story of growth, influence, and impact. His LinkedIn profile didn’t just outline roles—it conveyed value. For Ted, this wasn’t just about visibility—it was about credibility. The updated documents helped others see him in the way he already saw himself: as a future enterprise leader.

Building Strategic Relationships That Open Doors

At the same time, Ted focused on another crucial aspect of executive mobility: relationships.

Too often, executives assume that performance alone will open doors. But Ted understood that visibility and sponsorship are just as important. Within his company, he cultivated a network of mentors, advisors, and cross-functional leaders—people who could advocate for him, provide feedback, and introduce him to new opportunities.

He treated mentorship as a two-way street. He didn’t just ask for guidance—he implemented the advice he received, reported back, and stayed accountable. This approach built trust, reinforced his reputation, and created powerful internal allies.

Ted also made a point to connect with leaders outside his immediate area of responsibility. By broadening his relationships across departments, he increased his chances of hearing about emerging roles, especially ones aligned with the company’s evolving priorities.

Owning the Interview with Storytelling and Substance

When a customer-facing role opened within the organization, Ted was ready. His resume was updated, his network was engaged, and his experience was intentionally aligned with the team’s needs.

But he didn’t take the interview for granted. He knew that simply listing achievements wouldn’t be enough—he needed to make a compelling case for how his experience would fill a specific leadership gap.

Ted prepared by reviewing the job’s strategic objectives, revisiting past successes that aligned with those goals, and crafting stories that demonstrated his ability to lead, influence, and deliver results. He framed each response in terms of business impact, not just activity.

He also understood the power of clarity. Senior leaders are bombarded with data, so Ted kept his messaging simple, outcome-oriented, and tied directly to the company’s mission.

The result? A successful pivot into a high-impact role, leading a global account team, and expanding his experience in exactly the areas he had previously lacked.

Making Strategic Career Moves

One of the most valuable lessons from Ted’s journey is that not every career move needs to be upward to be strategic. In fact, his willingness to take a lateral move—to gain experience in a new function—was essential to his growth.

This mindset shift is important for any executive considering a pivot. Lateral moves, especially across business lines, can offer exponential return over time. They demonstrate agility, broaden perspective, and position leaders to take on larger, more integrated roles later.

For Ted, the lateral wasn’t a step back—it was a strategic sidestep that opened doors to bigger opportunities. It also gave him the chance to build credibility in a new space, develop cross-functional empathy, and expand his toolkit in a way that vertical promotions couldn’t.

Key Takeaways for Your Executive Job Search

• Understand the talent gap: Don’t just focus on your own goals. Identify where the company has a leadership need, and how you are the solution.
• Be honest about your readiness: Take stock of your skills, experience, and exposure. Fill in gaps before they limit your options.
• Invest in your brand: Don’t wait until you’re applying. Craft a resume and online presence that reflects your strategic value.
• Nurture your network: Internal advocates and cross-functional mentors are essential to unlocking new opportunities.
• Lead with impact: Clearly communicate your value in interviews and conversations. Focus on outcomes, influence, and alignment.

Watch the Full Interview

To hear more from Ted Bolton—including his advice on leadership development, personal branding, and transitioning with purpose—watch his conversation with David Kochanek, founder of Executive Resume Writers and a trusted job search strategist, on our YouTube Channel.

If you’re preparing for your own executive job search, we can help. Book a consultation with Executive Resume Writers to clarify your narrative, close the talent gap, and lead your next career move with confidence and purpose.

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